Equality and Diversity in a Company Promotion of a Female - Essay Example

Discovering if there is equality and diversity in a company promotion of a female Introduction In this age of globalization and industrialization, the rate of women empowerment is enhancing with rapid leaps and bounds. This concept is extremely highlighted in the entire globe, in order to reduce the curse of gender inequality and illiteracy. As a result of which, the living standard and life style of the females in the entire globe is enhancing thereby amplifying the economic prosperity of the nation to a significant extent among others. However, in spite extreme efforts, the nuisance of gender inequality is still visible in some organizations thereby declining the pace of growth of the female segments. Such a situation of gender inequality and diversity is described in this essay. This essay is divided into five parts mainly highlighting the reasons of inequality in the organization of Maria. Along with this, it also identifies the prime reasons for structural or individual discriminations or prejudicial attitude. Other than this, it also highlights the reasons for which, Maria is unfairly treated in the organization by her supervisor and also the ways to improve her communicating language. Finally it is concluded with a plan to reduce such type of misconducts within an organization, so as to maintain gender equality and uniqueness in the future ea. Along with this, a brief conclusion is also presented at the end of this essay. Discussion Evaluation of the Scenario The organization in which, Maria worked, refused to offer promotions, in spite of 10 years of hard work. This is because; her communication approach towards the clients is not at all acceptable as per her supervisor. As a result of which, the clients might get disappointed with the brand that may diminish its image and value in the market among other rival players. Apart from this, due to worse communication accent, the client might switchover to other successful brands thereby declining its productivity and profitability in the market in long run. Due to which, Maria is not offered promotions by her supervisor that acted negatively over the self-esteem of Maria. This hindered her level of motivation towards work thereby declining her devotion and loyalty. Other than this, in spite of a graduate degree, the male member of the organization, Mr. Alex is offered the degree of promotion. The prime cause behind such an act is due to loud and aggressive approach of Maria towards her colleagues, as stated by her supervisor. Moreover, tardiness and absence is also described to be the important reasons for her disregard by the supervisor. From these above reasons, it might clearly revealed that it’s a situation of gender inequality and racism as Maria is the only native Latin female employee of that department. Thus, due to racial discrimination and gender inequality, Maria is unnoticed or disregarded by her supervisor that hindered her career prospects or up-liftment. Such behaviour of her superior hindered her morale and motivation towards the assigned duties that reduced her dedication and commitment. Due to which the rate of dissatisfaction and attrition enhanced within the minds of the employees like Maria. Therefore, in order to mitigate such type of dilemma, Maria might approach the supervisor and make a vivid communication with him. This one to one approach might prove effective for both the employees (Maria and supervisor) to reduce their negative faults thereby amplifying their satisfaction rate at work place. Structural or individual discrimination Yes, the essay clearly presents indications of individual discrimination of Maria in the organization by her supervisor. In spite of extreme expertise and talents, she is prohibited from the facility of promotion. Due to which, her motivation and inner morale declined significantly thereby hindering her career aims. Apart from this, she is counselled twice due to her absenteeism and tardiness in the organization that also hampered her recognition and dominance among others. Due to which, her level of performance and efficiency declined that hindered the productivity of the organization to a significant extent. Such type of attitude or behaviour is not at all accepted, as it might hinder the equality or uniqueness of the work. Apart from this, it might also hinder the culture of the organization thereby declining its essence within the minds of its employees. Indication of unfairly treatment and expectation of proper communication The supervisor of Maria offered high attention over the white workers, in spite of lower experience and skills rather than Maria. This is mainly due to her native race and dark colour. Due to which, in spite of high expertise, skills and underlining talents, Maria is not offered equal respect and dignity as other employees by her supervisor. Apart from this, due to tardiness, she is questioned by her supervisor, which is also another clear-cut scenario of individual discrimination. In addition, absenteeism is also viewed as one of the matters that bard her name from the list of promotion by her supervisor, which might also be considered as a matter of prejudice (Murphy & Fafard, 2012). Moreover, her way of speaking is also questioned or considered as a matter of concern for the reputation of the organization. This is because; communication power is considered to be one of the most essential requirements to enhance the opportunities and prospects of the job. However, as she spoke a little faster than any other employee, it created a problem for the Maria that hindered her pace of growth in the organization significantly. This is mainly due to the problem of understanding the language of Maria by the prospective clients and the other employees of the organization. This is because; it may create varied types of problems or miss-confusions among the clients that might hinder the interest and reliability of the organization in the market among others. Along with this, the equity and position of the organization might also get reduced within the minds of their clients that may decline their dealings or investments. As a result of which, the total sale and productivity of the organization might get reduced thereby hampering its profitability and total revenues as well. Not only this, due to fall of profitability, the competitiveness and sustainability of the organization might get reduced that may not prove effective in long run. As sustainability and retention of brand image is the most essential requirement of any organization, operating in this aggressive age and extreme bargaining rivalry. So, the supervisor of the organization told to change her speaking accent as it might hinder the portfolio and dominance of the brand within the minds of the clients. As, such type of activity is considered to be against the rules and regulations of the association. So her speaking assent is disregarded by all individual of the organization. However, in order to improve the communication accent of Maria, the supervisor might try to implement training programs offering proper ways of communication. This might prove effective for the organization to enhance the inner skills and talents of the employees thereby amplifying the scope of transparency and equality in the workplace (Hammond, 2004). A plan In order to reduce the impacts of the issues mentioned above, cognitive trainings might be implemented. Within this method, discussion is one of the best methods, that might be implemented to analyse and evaluate the suggestion and ideas of the employees among one –another (Davidson & et. al. 2011). By doing so, the pitfalls might be clearly analysed and those may be rectified easily in due course. As a result, the problem of discrimination or inequality may not arise within the employees of a similar organization. In addition, in order to enhance level of motivation, communication skills and talents, job rotation programs might also be used. This might help the employee to enhance their inner skills and knowledge as well as attain the opportunity of working with new employees of diverse departments. As a result of which, he or she might become accustomed with the culture of various other departments as well. Along with this, he or she might become trained with the methods of communication essential to tackle the clients of those departments. At the same time, he or she might get the facility, to analyse and evaluate the ways by which, other employees deal or tackle the clients, so as to rectify his defaults (Dobratz & Waldner, 2006). Other than this, behavioural training programs might also be introduced in the organization. It might prove effective for the employees to analyse and examine the attitudes and motives of his or her colleagues of the organization. By doing so, the feelings and approaches of an individual might be easily evaluated that may reduce varied types of inequalities and conflicts among one another. As a result of which, the level of motivation and inspiration of the employees towards work might get enhanced thereby amplifying their level of performance. Due to which, the efficiency and output of the organization might get enhanced thereby boosting its image and position in the market among others. Analysis In this age, sustainability is the most essential requirement. However, that might be attained only if equality and diversity might be maintained within the organization in all aspects such as remuneration, incentives, recruitment, promotion, trainings etc (Daud & et.al. 2013). This is because; it might help the employees to enhance their level of skills and inner talents thereby amplifying the total output and brand image of the organization. Otherwise due to unfair treatments, the inner morale of the employee like Maria might get declined thereby amplifying the risk of switchover or attrition. And, switchover of such an experienced employee might hinder the efficiency and effectiveness of the organization in the market among other rival players. However, on the other hand, recruitment of such an employee may prove advantages for a rival brand thereby amplifying its position and recognition in the market in long run. So, in order to retain such an experienced employee, it’s better to communicate face to face in case of any sort of problem. That might resolve the problem and retain the uniqueness of the organization (Blair, 2001). Findings After analysing and evaluating all the above paragraphs, it might be clearly revealed that the supervisor presented a very rude and impolite behaviour with Maria. Along with this, he also failed to maintain equality and diversity within the organization at the time of promotion. Rather he offered high preference to the Anglo individual, Alex in spite of the experienced staff, Maria. This is not at all appropriate on the part of a supervisor; the management might take serious steps against such types of organizational politics or discriminations. Only then, an organization might operate effectively in this competitive market among other business rivals (Bevan, 2007). Conclusion Conclusively, it might be stated that in order to enhance the operations of an organization, it’s extremely essential to maintain uniformity and evenness among all. Only then, all the employees might work co-ordinately with one –another thereby fulfilling the goals and objectives of the organization. Not only this, it might enhance the inner motivation and skills of the employees thereby amplifying their dedication and contribution towards work. As a result of which, the productivity and profit margin of the organization might get enhanced thereby boosting its image in the market. Along with this, varied types of training programs might also be implemented with the organization so as to resolve varied types of pitfalls of the employees. By doing so, the talents and knowledge of the employees might get enhanced and they may also become aware to tackle the clients in an effective way. So that, the level of interest of the clients might get enhanced thereby amplifying the total revenue and net income of the organization in the market among other rival players. Along with this, the reputation and organizational culture might get retained thereby amplifying its scope of success in future era. Other than this, in order to maintain equality and evenness within the organization, the management might implement strict rules and regulations so that it may be broken by any individual, neither in regard of racism or inequality. Only then, the employee might remain happy and contended within the organization and might remain there for a longer period of time. References Bevan, D, (2007). Ethics and HRM, in Human Resource Management: a critical text, edited by Storey, John. London: Thompson Learning, 251-262. Blair, K. J. (2001). An army of women: Gender and politics in gilded age Kansas. The Journal of American History, 88(1), 216-217. Retrieved from http:// search.proquest.com/doc view/224902994? Accounted =159007 Daud, Z. & et.al. (2013). Office politics: The reduction of employees need for power. International Journal of Business and Social Science, 4(11) Retrieved from http://search.proquest.com/ docview/1446602781?accountid=159007. Dobratz, B. A. & Waldner, L. K. (2006). In Search Of Understanding The White Power Movement: An Introduction. Journal of Political and Military Sociology, 34(1), 1-0_8. Retrieved from http://search.proquest.com/docview/206656025?accountid=159007 Davidson, J, P. & et. al. (2011). Motivation. London: Sage. Hammonds, E. M. (2004). Power And Politics In Feminisms History-And Future. Journal of Womens History, 16(2), 36-39,209. Retrieved from http://search.proquest.com/docview/203246996?accountid=159007 Murphy, K., & Fafard, P. (2012). Taking power, politics, and policy problems seriously. Journal of Urban Health, 89(4), 723-732. Retrieved from http://dx.doi.org/10.1007/s11524-012-9694-6   Read More